CHICAGO — Information markets obtained age accreditation in partnership with 55/Redefinedpromoting age inclusion as part of the company’s broader diversity, equity and inclusion (DEI) strategy to help attract, engage and develop talent in the 50+ age group.
Already, Informa Markets’ workforce spans five generations and, to achieve age accreditation, it has ensured that its recruitment practices are inclusive and accessible to workers aged 50 and over, that vacancies are promoted and communicated fairly, it invests in technical training and retraining for colleagues aged 50 and over and has revised HR manuals and policies relating to retirement.
“This is a critical part of creating a diverse, equitable and inclusive workplace for all colleagues,” said Mike Sealy, Informa Markets’ vice president of diversity, equity and inclusion. “Age inclusion means respecting and valuing the contributions of colleagues from different generations and providing them with equal opportunities for growth and development. Age inclusion also means fostering a culture of learning and collaboration across age groups, as well as combating age discrimination and stereotypes.”
To foster age inclusion in a workforce, Sealy recommended starting by making it a key part of the overall DEI strategy, implementing anti-age discrimination policies and adopting age-inclusive practices, training staff on unconscious bias, and providing a balanced work policy that allows employees of all ages to benefit from different work solutions to meet their personal needs.
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The focus on senior inclusion comes as Informa Markets strengthens its DEI strategy and initiatives. This year, the company hosted a one-day hybrid event for all of its colleagues, IMX Live: All In, which introduced the IM Awards and the launch of a new category focused on DEI excellence. The event also featured sessions focused on DEI topics including neurodiversity experiences in the workplace, marriage as it relates to the LGBTQIA+ community, and senior inclusion in a multigenerational workforce.
The company also launched the Diversity Bridge program, a global high school community outreach program that brings together students from predominantly underrepresented communities and Informa Markets leaders to hear about and learn about career paths in the exhibition and events industry. Volunteering is also a key part of the company’s DEI strategy, with participation in initiatives around the world to support local communities.
In addition to promoting DEI internally, Informa Markets has launched programs to promote DEI at trade shows and events, such as its Diverse Voices on Stage program, which aims to diversify speakers at events. Informa Markets Fashion launched Fashion for Change, a program that supports emerging design talent within the Black fashion community, and Informa Markets Engineering launched a community outreach program in high schools, a collaborative effort with The Diversity Org.
“Internally, promoting DEI can help create a more inclusive and respectful work culture, where colleagues of different backgrounds and identities can feel valued, supported and empowered. This can improve employee engagement, retention, performance and well-being,” Sealy said. “Externally, promoting DEI can help strengthen the organization’s reputation, brand and social responsibility. By engaging with diverse suppliers and our local communities and creating inclusive products and services, the organization can demonstrate its commitment to DEI principles and values and attract more like-minded customers, partners and investors.”
Contact Mike Sealy at mike.sealy@informa.com